H-1B Visa HRIS Analyst Jobs
HRIS Analyst roles sit squarely within H-1B visa specialty occupation territory, requiring a bachelor's degree in information systems, HR management, or a related field. Employers filing on your behalf must certify a prevailing wage through DOL before USCIS approves the petition, and the annual H-1B visa cap means timing your job search around the April lottery window matters.
Find H-1B Visa HRIS Analyst JobsOverview
Showing 5 of 118+ HRIS Analyst jobs
See all 118+ HRIS Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new HRIS Analyst roles.
Get Access To All JobsAbout us:
At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.
We believe in growth—not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.
Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.
Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.
Overview:
The HRIS Manager leads the strategy, administration, governance, and optimization of the organization's HR technology ecosystem. This role oversees HR systems, data governance, reporting, integrations, and technology initiatives that support business operations and workforce decision-making. The HRIS Manager develops and leads a high-performing team while ensuring HR technology solutions are secure, scalable, compliant, and aligned with organizational objectives. This is a hands-on leadership role that serves as the operational owner and primary technical escalation point for UKG Pro and assigned HR technologies.
Responsibilities:
HRIS Leadership & Strategy:
- Lead, develop, and mentor the HRIS team, establishing priorities, service standards, and performance expectations.
- Define and execute the HR technology roadmap to support business objectives, operational excellence, and continuous improvement.
- Partner with HR and business leaders to identify opportunities to enhance processes, technology capabilities, and user experience.
- Balance strategic initiatives with daily operational support, urgent business needs, compliance requirements, and available team capacity.
HR Technology Administration & Delivery:
- Oversee the administration, configuration, maintenance, and optimization of HR technology platforms, including system enhancements, upgrades, and implementations.
- Serve as the operational owner and primary technical escalation point for UKG Pro and other assigned HR technology platforms.
- Oversee access administration, production support, critical system processes, and timely resolution of payroll-impacting or business-critical technology issues.
- Manage the HR technology project portfolio, ensuring initiatives are effectively prioritized, executed, and adopted.
- Direct vendor relationships and service delivery to ensure technology solutions meet business requirements and performance expectations.
Data Governance, Security & Compliance:
- Establish and maintain HR data governance standards, security controls, privacy protocols, and access management practices.
- Ensure role-based security, least-privilege access, segregation of duties, appropriate approvals, and periodic access reviews across HR systems.
- Maintain system documentation, testing evidence, security records, audit support materials, issue logs, and corrective-action records necessary to demonstrate effective controls and audit readiness.
- Ensure compliance with applicable laws, regulations, internal policies, and audit requirements across all HR systems.
- Identify, assess, and mitigate system, data, compliance, and operational risks.
Systems Integration, Reporting & Analytics:
- Oversee HR system integrations, interfaces, and data exchanges to ensure accurate, secure, and reliable information flow.
- Monitor critical integrations, scheduled processes, automated jobs, and data-transfer failures, coordinating timely corrective action when issues affect payroll, onboarding, benefits, compliance, or other critical processes.
- Maintain appropriate integration inventories, data-flow documentation, testing controls, and production-deployment records.
- Lead the delivery of HR reporting, dashboards, analytics, and workforce insights that support business decision-making.
- Ensure the accuracy, integrity, and consistency of HR data through monitoring, audits, reconciliations, and process controls.
Stakeholder Partnership & Change Management:
- Collaborate with HR, Payroll, IT, Finance, Compliance, and business leaders to align technology solutions with organizational needs.
- Lead testing, training, communication, and change management activities related to HR technology initiatives.
- Translate business requirements into scalable system solutions and process improvements that enhance organizational effectiveness.
Supervisory Responsibilities:
- Directly supervises HRIS personnel and is responsible for hiring, coaching, performance management, and employee development.
- Oversees workload planning, resource allocation, succession planning, and team performance.
- Promotes a collaborative, customer-focused culture that drives service excellence and continuous improvement.
QUALIFICATIONS
Required Education, Experience, and Qualifications
- Bachelor’s degree in human resources, information systems, business administration, data analytics or a related field, or an equivalent combination of education and relevant experience.
- 5+ years of progressive HRIS, HR technology or closely related experience.
- 2+ years of experience leading employees, projects or major HR technology workstreams.
- Advanced experience administering UKG Pro, including configuration, security, workflows, testing, reporting and integrations.
- Experience supporting or administering an applicant tracking, recruiting or talent platform, preferably iCIMS.
- Demonstrated experience managing HR technology implementations, upgrades, enhancements or optimization projects.
- Experience with APIs, SFTP integrations, interface monitoring or system-to-system data flows.
- Working knowledge of HR data governance, role-based security, privacy and data-quality controls.
- Demonstrated ability to develop business requirements, test solutions and manage production implementations.
- Strong project-management, prioritization and organizational skills.
- Strong vendor-management and stakeholder-management capabilities.
- Ability to analyze complex system and process issues, identify root causes and implement sustainable solutions.
- Ability to communicate technical concepts clearly to nontechnical stakeholders.
- Demonstrated ability to manage confidential and sensitive employee information.
Preferred Education, Experience, and Qualifications
- SHRM-CP or SHRM-SCP highly desirable.
TRAVEL REQUIREMENTS
- 10-25% of time will be spent traveling to job site(s)/office location.
PHYSICAL ACTIVITIES
- Assessing the accuracy, neatness, and thoroughness of the work assigned
- Remaining in a stationary position, often standing or sitting for prolonged periods
- Climbing stairs
- Repeating motions that may include the wrists, hands, and/or fingers
ENVIRONMENTAL CONDITIONS
- Quiet environment
PHYSICAL DEMANDS
- Light work that includes adjusting and/or moving objects up to 20 pounds
PAY RANGE:
USD $116,860.00 - USD $155,995.00 /Yr.
ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.
About us:
At ENFRA, we blend a rich history with a forward-looking vision. With over 100 years of experience, we are a pillar of stability in the energy infrastructure industry and a leader in innovative energy solutions. Our commitment to leveraging emerging technologies ensures that we remain at the forefront of the Energy-as-a-Service sector.
We believe in growth—not just for our business, but for our people. Our team members have the opportunity to advance their careers in a supportive environment that values continuous learning and development. We embrace innovation and encourage creative problem solving to tackle the energy infrastructure and energy challenges of tomorrow.
Inclusion is at the heart of our culture. We strive to create a workplace where every voice is heard and valued, fostering a collaborative environment where diverse perspectives drive our success.
Join us to be part of a legacy of excellence and a future of groundbreaking advancements. At ENFRA, stability, innovation, and growth are more than just values—they are the pillars of our continued success.
Overview:
The HRIS Manager leads the strategy, administration, governance, and optimization of the organization's HR technology ecosystem. This role oversees HR systems, data governance, reporting, integrations, and technology initiatives that support business operations and workforce decision-making. The HRIS Manager develops and leads a high-performing team while ensuring HR technology solutions are secure, scalable, compliant, and aligned with organizational objectives. This is a hands-on leadership role that serves as the operational owner and primary technical escalation point for UKG Pro and assigned HR technologies.
Responsibilities:
HRIS Leadership & Strategy:
- Lead, develop, and mentor the HRIS team, establishing priorities, service standards, and performance expectations.
- Define and execute the HR technology roadmap to support business objectives, operational excellence, and continuous improvement.
- Partner with HR and business leaders to identify opportunities to enhance processes, technology capabilities, and user experience.
- Balance strategic initiatives with daily operational support, urgent business needs, compliance requirements, and available team capacity.
HR Technology Administration & Delivery:
- Oversee the administration, configuration, maintenance, and optimization of HR technology platforms, including system enhancements, upgrades, and implementations.
- Serve as the operational owner and primary technical escalation point for UKG Pro and other assigned HR technology platforms.
- Oversee access administration, production support, critical system processes, and timely resolution of payroll-impacting or business-critical technology issues.
- Manage the HR technology project portfolio, ensuring initiatives are effectively prioritized, executed, and adopted.
- Direct vendor relationships and service delivery to ensure technology solutions meet business requirements and performance expectations.
Data Governance, Security & Compliance:
- Establish and maintain HR data governance standards, security controls, privacy protocols, and access management practices.
- Ensure role-based security, least-privilege access, segregation of duties, appropriate approvals, and periodic access reviews across HR systems.
- Maintain system documentation, testing evidence, security records, audit support materials, issue logs, and corrective-action records necessary to demonstrate effective controls and audit readiness.
- Ensure compliance with applicable laws, regulations, internal policies, and audit requirements across all HR systems.
- Identify, assess, and mitigate system, data, compliance, and operational risks.
Systems Integration, Reporting & Analytics:
- Oversee HR system integrations, interfaces, and data exchanges to ensure accurate, secure, and reliable information flow.
- Monitor critical integrations, scheduled processes, automated jobs, and data-transfer failures, coordinating timely corrective action when issues affect payroll, onboarding, benefits, compliance, or other critical processes.
- Maintain appropriate integration inventories, data-flow documentation, testing controls, and production-deployment records.
- Lead the delivery of HR reporting, dashboards, analytics, and workforce insights that support business decision-making.
- Ensure the accuracy, integrity, and consistency of HR data through monitoring, audits, reconciliations, and process controls.
Stakeholder Partnership & Change Management:
- Collaborate with HR, Payroll, IT, Finance, Compliance, and business leaders to align technology solutions with organizational needs.
- Lead testing, training, communication, and change management activities related to HR technology initiatives.
- Translate business requirements into scalable system solutions and process improvements that enhance organizational effectiveness.
Supervisory Responsibilities:
- Directly supervises HRIS personnel and is responsible for hiring, coaching, performance management, and employee development.
- Oversees workload planning, resource allocation, succession planning, and team performance.
- Promotes a collaborative, customer-focused culture that drives service excellence and continuous improvement.
QUALIFICATIONS
Required Education, Experience, and Qualifications
- Bachelor’s degree in human resources, information systems, business administration, data analytics or a related field, or an equivalent combination of education and relevant experience.
- 5+ years of progressive HRIS, HR technology or closely related experience.
- 2+ years of experience leading employees, projects or major HR technology workstreams.
- Advanced experience administering UKG Pro, including configuration, security, workflows, testing, reporting and integrations.
- Experience supporting or administering an applicant tracking, recruiting or talent platform, preferably iCIMS.
- Demonstrated experience managing HR technology implementations, upgrades, enhancements or optimization projects.
- Experience with APIs, SFTP integrations, interface monitoring or system-to-system data flows.
- Working knowledge of HR data governance, role-based security, privacy and data-quality controls.
- Demonstrated ability to develop business requirements, test solutions and manage production implementations.
- Strong project-management, prioritization and organizational skills.
- Strong vendor-management and stakeholder-management capabilities.
- Ability to analyze complex system and process issues, identify root causes and implement sustainable solutions.
- Ability to communicate technical concepts clearly to nontechnical stakeholders.
- Demonstrated ability to manage confidential and sensitive employee information.
Preferred Education, Experience, and Qualifications
- SHRM-CP or SHRM-SCP highly desirable.
TRAVEL REQUIREMENTS
- 10-25% of time will be spent traveling to job site(s)/office location.
PHYSICAL ACTIVITIES
- Assessing the accuracy, neatness, and thoroughness of the work assigned
- Remaining in a stationary position, often standing or sitting for prolonged periods
- Climbing stairs
- Repeating motions that may include the wrists, hands, and/or fingers
ENVIRONMENTAL CONDITIONS
- Quiet environment
PHYSICAL DEMANDS
- Light work that includes adjusting and/or moving objects up to 20 pounds
PAY RANGE:
USD $116,860.00 - USD $155,995.00 /Yr.
ENFRA is proud to be an Equal Opportunity Employer of Minorities, Women, Protected Veterans, and Individuals with Disabilities, and participates in the e-Verify program. All qualified applicants will receive consideration for employment without regard to race, creed, color, religion, sex, age, sexual orientation, gender identity, national origin, veteran status, disability, or any other classification protected by law.
See all 118+ H-1B Visa HRIS Analyst Jobs
Sign up for free to unlock all listings, filter by visa type, and get alerts for new H-1B Visa HRIS Analyst Jobs.
Get Access To All JobsTips for Finding H-1B Visa Sponsorship as a HRIS Analyst
Map your degree to SOC codes
USCIS evaluates specialty occupation by matching your degree field to the role's Standard Occupational Classification code. For HRIS Analysts, SOC 15-1211 or 13-1071 are the most defensible fits. Pull the O*NET profile for both and confirm your degree aligns before applying.
Target employers with active LCA filings
Use Migrate Mate to filter HRIS Analyst openings by verified LCA filing history. Employers who have certified Labor Condition Applications for this role before are operationally ready to sponsor you, skipping the internal approval delays that stall offers at unprepared companies.
Verify prevailing wage before negotiating
Run your target role, location, and experience level through the OFLC Wage Search before salary discussions. Your employer must pay at least the DOL prevailing wage, so knowing Levels I through IV upfront prevents offers that can't clear the LCA certification threshold.
Ask about cap-exempt employer eligibility early
Universities, nonprofit research organizations, and government entities are cap-exempt, meaning your petition bypasses the annual H-1B lottery entirely. HRIS roles exist inside these organizations and are valid specialty occupation positions, so qualifying employers can file any time of year.
Request premium processing in writing
Standard USCIS adjudication can run several months, but premium processing guarantees a 15-business-day decision on your I-129 petition. Get your employer's HR team to confirm premium processing in the offer letter before you resign from any current role.
Document system certifications before the petition files
Workday, SAP SuccessFactors, and Oracle HCM certifications strengthen the specialty occupation argument in your H-1B petition. Gather official completion records from the vendor before your employer files, since adding credentials after USCIS issues an RFE is procedurally harder.
H-1B Visa HRIS Analyst: Frequently Asked Questions
Does an HRIS Analyst role qualify as a specialty occupation for H-1B purposes?
Yes, provided the employer can demonstrate the position normally requires at least a bachelor's degree in a specific field such as information systems, computer science, or HR management. Roles that accept any unrelated degree weaken the specialty occupation argument. The O*NET profile for the relevant SOC code is useful evidence when USCIS scrutinizes the filing.
How do I find HRIS Analyst employers who are already set up to sponsor H-1B visas?
Search on Migrate Mate, which surfaces HRIS Analyst openings filtered by verified DOL Labor Condition Application filing history. Employers who have certified LCAs for this role in recent years have already navigated the prevailing wage process and have HR or legal infrastructure in place, which significantly reduces the risk of an offer falling through during the sponsorship stage.
What happens to my H-1B status if my employer changes HRIS platforms mid-project?
Your H-1B status is tied to your employer and job duties, not the specific software in use. A platform migration doesn't require a new petition as long as your core role, salary, and location remain within the scope of your approved I-129. If your duties shift materially or you move to a new work location, your employer may need to file an amended petition with USCIS.
Can I switch HRIS Analyst jobs while my H-1B is pending or already approved?
If you have an approved H-1B and your new employer files an H-1B transfer petition, you can begin work at the new company as soon as the transfer petition is received by USCIS, under portability rules, without waiting for approval. The receiving employer must file before your current authorized period ends, and the roles should be in the same or similar occupational classification.
Does remote work affect H-1B compliance for an HRIS Analyst position?
Yes. Your employer must file a new or amended LCA reflecting each work location where you spend a significant amount of time, including your home address if you work remotely. DOL requires a notice be posted at each certified worksite. Employers who don't update the LCA for remote arrangements risk compliance violations during a DOL audit, which can affect your status.